Assignment Prompt & Instructions
I need your help
– ## TEMPLATEAssignment1_JWI556_DiagnosticTestforImmunitytoChange2.docx
– ## TEMPLATEAssignment1_JWI556_ApplyingKottertoIndividualChange2.docx
– ## JWI_556_Assignment_1_12443.pdf
– JWI_556Week1AssignmentInstructions.jpeg
– JWI556Week2LectureNotes.pdf
– JWI556Week1LectureNotes.pdf
– TKIAssessment.pdf
– Beauty_CSI.pdf
– BeautyDiscNZYL6I6AEO904WEVE03EE320Z3r.pdf
**## TEMPLATEAssignment1_JWI556_DiagnosticTestforImmunitytoChange2.docx**
| | |
| — | — |
|  | _JWI 556: Lead Change by Putting People First_<br>Assignment 1, Template #1 |
**A Diagnostic Test for Immunity to Change**
Use the following template to help you uncover and address the competing commitments and big assumptions that may be creating an immunity to change in your professional life. Integrate the notes you make here into item #2 of Assignment 1: Leading Individual Change.
| | | | |
| — | — | — | — |
| **Stated Commitment**<br>**_I am committed to…_** | **What am I doing, or not doing, that is keeping my stated commitment from being fully realized?** | **Competing Commitments** | **Big Assumptions** |
| | | | |
## image1.png
**## TEMPLATEAssignment1_JWI556_ApplyingKottertoIndividualChange2.docx**
| | |
| — | — |
|  | _JWI 556: Leading Change by Putting People First_<br>Assignment 1, Template #2 |
**Applying Kotter’s Model to Individual Change**
While Kotter’s change model is a framework designed to support large-scale change initiatives in organizations, it is built around understanding and managing the very human forces that undermine successfully implementing and sustaining change. Use the template below to collect and organize your thoughts on how these principles might apply to individual/personal change initiatives.
| | |
| — | — |
| **Kotter’s 8 Errors** | **Parallel in Individual Change** |
| 1. Allowing Too Much Complacency | |
| 2. Failing to Create a Sufficiently Powerful Guiding Coalition | |
| 3. Underestimating the Power of Vision | |
| 4. Undercommunicating the Vision by a Factor of 10 (or 100 or Even 1000) | |
| 5. Permitting Obstacles to Block the New Vision | |
| 6. Failing to Create Short-Term Wins | |
| 7. Declaring Victory Too Soon | |
| 8. Neglecting to Anchor Changes Firmly in the Corporate Culture | |
## image1.png
**## JWI_556_Assignment_1_12443.pdf**
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 1 of 5
Assignment 1: Self-Assessment, Leading Individual Change
Due: Monday, 9:00 am (eastern), Week 3 (15% of total course grade)
Background
Our course is organized around three core themes: (1) leading change in oneself, (2) leading change in
teams, and (3) leading change in enterprise situations. Each of these will have an assignment that allows
you to apply what you have been learning. This first assignment will help you assess and accelerate your
own change journey. It may shed light on how you can get “unstuck” in your career. Even if you’re not
feeling stuck, it will help you better understand the forces that may have held you back and the forces that
have propelled you forward.
The exercises you will complete in this assignment will also serve as a frame of reference to support your
work in the upcoming assignments. By understanding the forces that impact your own change initiatives,
you will be better equipped to coach and support others who are asked to embark on change journeys,
and to lead change by truly putting people first.
Instructions
Complete a professional change journey analysis that addresses the following:
1. Your Professional Change/Growth
Identify an area of professional change that is meaningful for you. This change should be related
to your career in HR or your aspirations to begin a career in HR and should be focused on your
growth as a leader and manager. It’s fine to connect this to getting promoted and making more
money but assume these are the natural outcomes of a positive and fulfilling change and not an
end in themselves.
a. Briefly summarize your career path to date.
b. How would you characterize this journey? Has your progression been steady and
predictable? Have you risen through the ranks faster than you expected? Have you
experienced a career setback? Do you feel stuck or stalled where you are?
c. What do you want to happen in your career? What makes this future state – your change
vision – appealing? Again, don't default to a "more money, better title" response. Explain
how your vision aligns with your passions and your aptitudes. Tip: Take note of Jack’s
video in Week 2 discussing how to find your “Area of Destiny.”
d. What is needed to make this change happen? Focus on the steps you will take and the
outcomes they will lead to. Some of these may involve helping others see how great you
are, but concentrate on what you need to change, not what others need to change.
Include timelines (even rough estimates) to provide additional context. Tip: Consider the
6 Action Steps presented in Chapter 12 of The Real Life MBA.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 2 of 5
e. Finally, what happens if the change doesn’t occur, or if it doesn’t occur within the
timeframe you’d prefer?
2. Applying Models to Individual Change
Reflect on what you have read so far in Kotter’s Leading Change, especially the "8 Errors" in
Chapter 1 and “The Real Reason People Won’t Change” article by Kegan and Lacy. How can
these models help you drive meaningful change in your career? Provide specific examples and
references. NOTE: To support your response, complete the two templates (“Applying Kotter’s
Model to Individual Change” and the “Diagnostic Test for Immunity to Change”) and include them
with your submission.
3. Change Style Indicator Assessment
Complete the “Change Style Indicator” self-assessment and review your results. The instructions
and link can be found in Week 1 of the course in Canvas.
a. What is your personal change style according to CSI?
b. What is your reaction to this?
i. Does it confirm what you suspected or is it a surprise? Explain.
ii. What characteristics or comments are the most accurate?
iii. Are there any that seem off-base?
c. How do the results from the CSI, coupled with your insights from your work in #2 above,
shed light on how you approach change? In your response, address how these insights
can help you be a more effective driver of positive change in your own career.
d. If you have taken JWI510: Leadership in the 21st Century, review your results from the
TKI and DiSC assessments. What are the common themes or connections you found?
Explain.
4. Summarize Your Insights
Write a brief conclusion to your paper that recaps your key findings.
a. Include a statement about the knowledge and skills you would like to get from this course
to drive meaningful growth in your career.
b. Explain how the insights you gained from this assignment can guide you in how you work
with others to lead change by putting people first.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 3 of 5
Professional Formatting and Submission Requirements:
• Typed, double-spaced, professional font (size 10-12), including headings and subheadings (to
identify main topics and subtopics), with one-inch margins on all sides.
• Include a brief but engaging introduction to hook the reader and provide context for what follows.
• References must be included and provide appropriate information that enables the reader to
locate the original source. Application and analysis of course materials and resources are
expected, and additional research is welcome.
• Include a cover page containing the title of the assignment, your name, the professor’s name, the
course title, and the date.
• The suggested length is 5-6 pages, excluding your cover page, completed templates, and
reference list. You may exceed 6 pages, but be sure that what you write adds value to your
submission and is not redundant.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 4 of 5
Rubric: Assignment 1
15% of Total
Course Grade Assignment 1: Leading Individual Change
Criteria Honors High Pass Pass Low Pass Unsatisfactory
1. Your
Professional
Change/
Growth
Weight: 15%
Exemplary
description of
professional roles
and key growth
experiences.
Makes excellent
reference to course
materials and
themes. Vision and
action plan are
detailed.
Reflections
demonstrate deep
insight into issues
and are well-
supported.
Very good
description of
professional roles
and key growth
experiences.
Excellent
references to
course materials
and themes.
Vision and action
plan are very
clear. Reflections
are concise and
well-supported.
Satisfactorily
describes
professional roles
and key growth
experiences.
Makes good
references to
course materials
and themes.
Vision and action
plan are clear and
include references
to milestones.
Partially describes
professional roles
and growth.
Includes basic or
overly general
vision of future
state. Minimal
reference to
course materials
or themes. Action
plan provided only
vague or general
steps or
milestones.
Does not or
unsatisfactorily
describes career
journey. No clear
statement of
vision or future
state. Little to no
reference to
course materials
or themes.
Missing, unclear,
or overly vague
action plan.
2. Applying
Models to
Individual
Change
Weight: 30%
Exemplary
application of
change models to
individual change.
Excellent synthesis
of ideas and logical
reasoning.
Templates are
complete and are
well-supported by
additional insights
and research.
Very good
application of
change models to
individual
change. Excellent
synthesis of ideas
and logical
reasoning.
Templates are
complete and
include additional
key insights.
Satisfactorily
applies change
models to
individual change.
Includes good
synthesis of ideas
and logical
reasoning.
Templates are
submitted and
include all
requirement
elements.
Partially applies
change models to
individual change.
Includes basic
synthesis of ideas
and logical
reasoning is good.
Templates are
submitted, but
may have missing
elements.
Does not or
unsatisfactorily
applies change
models to
individual change.
Little to no
synthesis of ideas
is demonstrated,
and logical
reasoning and
connections are
absent.
Templates are
missing or
incomplete.
3. Change Style
Indicator
Assessment
Weight: 30%
Exemplary
reflections on CSI
results, as well as
experiences and
strengths in relation
to aspects of
emotional
intelligence and
DiSC/TKI profiles.
Includes additional
research and
references to
support.
Excellent
reflections on CSI
results.
Experiences and
strengths in
relation to
aspects of
emotional
intelligence and
DiSC/TKI profiles
are thoroughly
explained and
connected to CSI.
Good reflections
on CSI results.
References to
DiSC and TKI are
good, but basic.
Connection to
broader insights
into emotional
intelligence are
unclear in places.
Student completed
CSI, but
reflections on
profile are
incomplete or
unclear. General
references to
DiSC and TKI, but
minimal
explanation of
connection or key
themes.
Student did not
take CSI and/or
did not submit
responses to
profile questions.
No reference to
DiSC or TKI
assessments.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 5 of 5
Criteria Honors High Pass Pass Low Pass Unsatisfactory
4. Summarize
Your Insights
Weight: 15%
Outstanding
summary and
vision of learning
goals and real-
world application,
as well as
understanding of
course themes.
Excellent
summary and
statement of
desired learning
objectives.
Demonstrates
understanding of
course themes.
Good summary
and statement of
desired learning
objectives.
Basic summary
included. Missing
or unclear
statement of
learning
objectives.
Summary missing,
unclear, or off-
topic.
5. The paper
follows the
professionally
formatted
requirements
and includes
in-text
citations,
references,
and is free
from grammar
and spelling
errors.
Weight: 10%
Exceptionally
well-formatted.
Highly
professional in
look and easy to
quickly locate
information.
Includes a cover
page, headings,
professional
formatting, font,
and spacing.
All references are
consistently cited
in the text and are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Professionally
formatted.
Includes a cover
page and
headings, and is
free from
formatting, font,
and spacing
issues.
All references are
consistently cited
in text and are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Satisfactorily
formatted.
Includes a cover
page and
headings, but may
have minor
formatting, font,
and spacing
issues.
References may
not be consistently
cited in text or
may not be
included in a
manner that
enables the reader
to quickly identify
sources.
There may be
minor mechanical
or usage errors.
Meets minimum
formatting
requirements. May
not include a
cover page and/or
lacks professional
layout, font, or
spacing.
References are
not consistently
cited in text or not
included in a
manner that
enables the reader
to quickly identify
sources.
There are some
mechanical or
usage errors.
Unsatisfactorily
formatted. May
not include cover
page and
headings, and/or
lacks
professional
layout, font, or
spacing.
References are
not consistently
cited in text,
and/or not
included in a
manner that
enables the
reader to quickly
identify sources.
There are several
mechanical
and/or usage
errors.
**JWI_556Week1AssignmentInstructions.jpeg**
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**JWI556Week2LectureNotes.pdf**
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**JWI556Week1LectureNotes.pdf**
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**Beauty_CSI.pdf**
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**## TEMPLATEAssignment1_JWI556_DiagnosticTestforImmunitytoChange2.docx**
| | |
| — | — |
|  | _JWI 556: Lead Change by Putting People First_<br>Assignment 1, Template #1 |
**A Diagnostic Test for Immunity to Change**
Use the following template to help you uncover and address the competing commitments and big assumptions that may be creating an immunity to change in your professional life. Integrate the notes you make here into item #2 of Assignment 1: Leading Individual Change.
| | | | |
| — | — | — | — |
| **Stated Commitment**<br>**_I am committed to…_** | **What am I doing, or not doing, that is keeping my stated commitment from being fully realized?** | **Competing Commitments** | **Big Assumptions** |
| | | | |
## image1.png
**## TEMPLATEAssignment1_JWI556_ApplyingKottertoIndividualChange2.docx**
| | |
| — | — |
|  | _JWI 556: Leading Change by Putting People First_<br>Assignment 1, Template #2 |
**Applying Kotter’s Model to Individual Change**
While Kotter’s change model is a framework designed to support large-scale change initiatives in organizations, it is built around understanding and managing the very human forces that undermine successfully implementing and sustaining change. Use the template below to collect and organize your thoughts on how these principles might apply to individual/personal change initiatives.
| | |
| — | — |
| **Kotter’s 8 Errors** | **Parallel in Individual Change** |
| 1. Allowing Too Much Complacency | |
| 2. Failing to Create a Sufficiently Powerful Guiding Coalition | |
| 3. Underestimating the Power of Vision | |
| 4. Undercommunicating the Vision by a Factor of 10 (or 100 or Even 1000) | |
| 5. Permitting Obstacles to Block the New Vision | |
| 6. Failing to Create Short-Term Wins | |
| 7. Declaring Victory Too Soon | |
| 8. Neglecting to Anchor Changes Firmly in the Corporate Culture | |
## image1.png
**## JWI_556_Assignment_1_12443.pdf**
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 1 of 5
Assignment 1: Self-Assessment, Leading Individual Change
Due: Monday, 9:00 am (eastern), Week 3 (15% of total course grade)
Background
Our course is organized around three core themes: (1) leading change in oneself, (2) leading change in
teams, and (3) leading change in enterprise situations. Each of these will have an assignment that allows
you to apply what you have been learning. This first assignment will help you assess and accelerate your
own change journey. It may shed light on how you can get “unstuck” in your career. Even if you’re not
feeling stuck, it will help you better understand the forces that may have held you back and the forces that
have propelled you forward.
The exercises you will complete in this assignment will also serve as a frame of reference to support your
work in the upcoming assignments. By understanding the forces that impact your own change initiatives,
you will be better equipped to coach and support others who are asked to embark on change journeys,
and to lead change by truly putting people first.
Instructions
Complete a professional change journey analysis that addresses the following:
1. Your Professional Change/Growth
Identify an area of professional change that is meaningful for you. This change should be related
to your career in HR or your aspirations to begin a career in HR and should be focused on your
growth as a leader and manager. It’s fine to connect this to getting promoted and making more
money but assume these are the natural outcomes of a positive and fulfilling change and not an
end in themselves.
a. Briefly summarize your career path to date.
b. How would you characterize this journey? Has your progression been steady and
predictable? Have you risen through the ranks faster than you expected? Have you
experienced a career setback? Do you feel stuck or stalled where you are?
c. What do you want to happen in your career? What makes this future state – your change
vision – appealing? Again, don't default to a "more money, better title" response. Explain
how your vision aligns with your passions and your aptitudes. Tip: Take note of Jack’s
video in Week 2 discussing how to find your “Area of Destiny.”
d. What is needed to make this change happen? Focus on the steps you will take and the
outcomes they will lead to. Some of these may involve helping others see how great you
are, but concentrate on what you need to change, not what others need to change.
Include timelines (even rough estimates) to provide additional context. Tip: Consider the
6 Action Steps presented in Chapter 12 of The Real Life MBA.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 2 of 5
e. Finally, what happens if the change doesn’t occur, or if it doesn’t occur within the
timeframe you’d prefer?
2. Applying Models to Individual Change
Reflect on what you have read so far in Kotter’s Leading Change, especially the "8 Errors" in
Chapter 1 and “The Real Reason People Won’t Change” article by Kegan and Lacy. How can
these models help you drive meaningful change in your career? Provide specific examples and
references. NOTE: To support your response, complete the two templates (“Applying Kotter’s
Model to Individual Change” and the “Diagnostic Test for Immunity to Change”) and include them
with your submission.
3. Change Style Indicator Assessment
Complete the “Change Style Indicator” self-assessment and review your results. The instructions
and link can be found in Week 1 of the course in Canvas.
a. What is your personal change style according to CSI?
b. What is your reaction to this?
i. Does it confirm what you suspected or is it a surprise? Explain.
ii. What characteristics or comments are the most accurate?
iii. Are there any that seem off-base?
c. How do the results from the CSI, coupled with your insights from your work in #2 above,
shed light on how you approach change? In your response, address how these insights
can help you be a more effective driver of positive change in your own career.
d. If you have taken JWI510: Leadership in the 21st Century, review your results from the
TKI and DiSC assessments. What are the common themes or connections you found?
Explain.
4. Summarize Your Insights
Write a brief conclusion to your paper that recaps your key findings.
a. Include a statement about the knowledge and skills you would like to get from this course
to drive meaningful growth in your career.
b. Explain how the insights you gained from this assignment can guide you in how you work
with others to lead change by putting people first.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 3 of 5
Professional Formatting and Submission Requirements:
• Typed, double-spaced, professional font (size 10-12), including headings and subheadings (to
identify main topics and subtopics), with one-inch margins on all sides.
• Include a brief but engaging introduction to hook the reader and provide context for what follows.
• References must be included and provide appropriate information that enables the reader to
locate the original source. Application and analysis of course materials and resources are
expected, and additional research is welcome.
• Include a cover page containing the title of the assignment, your name, the professor’s name, the
course title, and the date.
• The suggested length is 5-6 pages, excluding your cover page, completed templates, and
reference list. You may exceed 6 pages, but be sure that what you write adds value to your
submission and is not redundant.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 4 of 5
Rubric: Assignment 1
15% of Total
Course Grade Assignment 1: Leading Individual Change
Criteria Honors High Pass Pass Low Pass Unsatisfactory
1. Your
Professional
Change/
Growth
Weight: 15%
Exemplary
description of
professional roles
and key growth
experiences.
Makes excellent
reference to course
materials and
themes. Vision and
action plan are
detailed.
Reflections
demonstrate deep
insight into issues
and are well-
supported.
Very good
description of
professional roles
and key growth
experiences.
Excellent
references to
course materials
and themes.
Vision and action
plan are very
clear. Reflections
are concise and
well-supported.
Satisfactorily
describes
professional roles
and key growth
experiences.
Makes good
references to
course materials
and themes.
Vision and action
plan are clear and
include references
to milestones.
Partially describes
professional roles
and growth.
Includes basic or
overly general
vision of future
state. Minimal
reference to
course materials
or themes. Action
plan provided only
vague or general
steps or
milestones.
Does not or
unsatisfactorily
describes career
journey. No clear
statement of
vision or future
state. Little to no
reference to
course materials
or themes.
Missing, unclear,
or overly vague
action plan.
2. Applying
Models to
Individual
Change
Weight: 30%
Exemplary
application of
change models to
individual change.
Excellent synthesis
of ideas and logical
reasoning.
Templates are
complete and are
well-supported by
additional insights
and research.
Very good
application of
change models to
individual
change. Excellent
synthesis of ideas
and logical
reasoning.
Templates are
complete and
include additional
key insights.
Satisfactorily
applies change
models to
individual change.
Includes good
synthesis of ideas
and logical
reasoning.
Templates are
submitted and
include all
requirement
elements.
Partially applies
change models to
individual change.
Includes basic
synthesis of ideas
and logical
reasoning is good.
Templates are
submitted, but
may have missing
elements.
Does not or
unsatisfactorily
applies change
models to
individual change.
Little to no
synthesis of ideas
is demonstrated,
and logical
reasoning and
connections are
absent.
Templates are
missing or
incomplete.
3. Change Style
Indicator
Assessment
Weight: 30%
Exemplary
reflections on CSI
results, as well as
experiences and
strengths in relation
to aspects of
emotional
intelligence and
DiSC/TKI profiles.
Includes additional
research and
references to
support.
Excellent
reflections on CSI
results.
Experiences and
strengths in
relation to
aspects of
emotional
intelligence and
DiSC/TKI profiles
are thoroughly
explained and
connected to CSI.
Good reflections
on CSI results.
References to
DiSC and TKI are
good, but basic.
Connection to
broader insights
into emotional
intelligence are
unclear in places.
Student completed
CSI, but
reflections on
profile are
incomplete or
unclear. General
references to
DiSC and TKI, but
minimal
explanation of
connection or key
themes.
Student did not
take CSI and/or
did not submit
responses to
profile questions.
No reference to
DiSC or TKI
assessments.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 5 of 5
Criteria Honors High Pass Pass Low Pass Unsatisfactory
4. Summarize
Your Insights
Weight: 15%
Outstanding
summary and
vision of learning
goals and real-
world application,
as well as
understanding of
course themes.
Excellent
summary and
statement of
desired learning
objectives.
Demonstrates
understanding of
course themes.
Good summary
and statement of
desired learning
objectives.
Basic summary
included. Missing
or unclear
statement of
learning
objectives.
Summary missing,
unclear, or off-
topic.
5. The paper
follows the
professionally
formatted
requirements
and includes
in-text
citations,
references,
and is free
from grammar
and spelling
errors.
Weight: 10%
Exceptionally
well-formatted.
Highly
professional in
look and easy to
quickly locate
information.
Includes a cover
page, headings,
professional
formatting, font,
and spacing.
All references are
consistently cited
in the text and are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Professionally
formatted.
Includes a cover
page and
headings, and is
free from
formatting, font,
and spacing
issues.
All references are
consistently cited
in text and are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Satisfactorily
formatted.
Includes a cover
page and
headings, but may
have minor
formatting, font,
and spacing
issues.
References may
not be consistently
cited in text or
may not be
included in a
manner that
enables the reader
to quickly identify
sources.
There may be
minor mechanical
or usage errors.
Meets minimum
formatting
requirements. May
not include a
cover page and/or
lacks professional
layout, font, or
spacing.
References are
not consistently
cited in text or not
included in a
manner that
enables the reader
to quickly identify
sources.
There are some
mechanical or
usage errors.
Unsatisfactorily
formatted. May
not include cover
page and
headings, and/or
lacks
professional
layout, font, or
spacing.
References are
not consistently
cited in text,
and/or not
included in a
manner that
enables the
reader to quickly
identify sources.
There are several
mechanical
and/or usage
errors.
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**## TEMPLATEAssignment1_JWI556_DiagnosticTestforImmunitytoChange2.docx**
| | |
| — | — |
|  | _JWI 556: Lead Change by Putting People First_<br>Assignment 1, Template #1 |
**A Diagnostic Test for Immunity to Change**
Use the following template to help you uncover and address the competing commitments and big assumptions that may be creating an immunity to change in your professional life. Integrate the notes you make here into item #2 of Assignment 1: Leading Individual Change.
| | | | |
| — | — | — | — |
| **Stated Commitment**<br>**_I am committed to…_** | **What am I doing, or not doing, that is keeping my stated commitment from being fully realized?** | **Competing Commitments** | **Big Assumptions** |
| | | | |
## image1.png
**## TEMPLATEAssignment1_JWI556_ApplyingKottertoIndividualChange2.docx**
| | |
| — | — |
|  | _JWI 556: Leading Change by Putting People First_<br>Assignment 1, Template #2 |
**Applying Kotter’s Model to Individual Change**
While Kotter’s change model is a framework designed to support large-scale change initiatives in organizations, it is built around understanding and managing the very human forces that undermine successfully implementing and sustaining change. Use the template below to collect and organize your thoughts on how these principles might apply to individual/personal change initiatives.
| | |
| — | — |
| **Kotter’s 8 Errors** | **Parallel in Individual Change** |
| 1. Allowing Too Much Complacency | |
| 2. Failing to Create a Sufficiently Powerful Guiding Coalition | |
| 3. Underestimating the Power of Vision | |
| 4. Undercommunicating the Vision by a Factor of 10 (or 100 or Even 1000) | |
| 5. Permitting Obstacles to Block the New Vision | |
| 6. Failing to Create Short-Term Wins | |
| 7. Declaring Victory Too Soon | |
| 8. Neglecting to Anchor Changes Firmly in the Corporate Culture | |
## image1.png
**## JWI_556_Assignment_1_12443.pdf**
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 1 of 5
Assignment 1: Self-Assessment, Leading Individual Change
Due: Monday, 9:00 am (eastern), Week 3 (15% of total course grade)
Background
Our course is organized around three core themes: (1) leading change in oneself, (2) leading change in
teams, and (3) leading change in enterprise situations. Each of these will have an assignment that allows
you to apply what you have been learning. This first assignment will help you assess and accelerate your
own change journey. It may shed light on how you can get “unstuck” in your career. Even if you’re not
feeling stuck, it will help you better understand the forces that may have held you back and the forces that
have propelled you forward.
The exercises you will complete in this assignment will also serve as a frame of reference to support your
work in the upcoming assignments. By understanding the forces that impact your own change initiatives,
you will be better equipped to coach and support others who are asked to embark on change journeys,
and to lead change by truly putting people first.
Instructions
Complete a professional change journey analysis that addresses the following:
1. Your Professional Change/Growth
Identify an area of professional change that is meaningful for you. This change should be related
to your career in HR or your aspirations to begin a career in HR and should be focused on your
growth as a leader and manager. It’s fine to connect this to getting promoted and making more
money but assume these are the natural outcomes of a positive and fulfilling change and not an
end in themselves.
a. Briefly summarize your career path to date.
b. How would you characterize this journey? Has your progression been steady and
predictable? Have you risen through the ranks faster than you expected? Have you
experienced a career setback? Do you feel stuck or stalled where you are?
c. What do you want to happen in your career? What makes this future state – your change
vision – appealing? Again, don't default to a "more money, better title" response. Explain
how your vision aligns with your passions and your aptitudes. Tip: Take note of Jack’s
video in Week 2 discussing how to find your “Area of Destiny.”
d. What is needed to make this change happen? Focus on the steps you will take and the
outcomes they will lead to. Some of these may involve helping others see how great you
are, but concentrate on what you need to change, not what others need to change.
Include timelines (even rough estimates) to provide additional context. Tip: Consider the
6 Action Steps presented in Chapter 12 of The Real Life MBA.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 2 of 5
e. Finally, what happens if the change doesn’t occur, or if it doesn’t occur within the
timeframe you’d prefer?
2. Applying Models to Individual Change
Reflect on what you have read so far in Kotter’s Leading Change, especially the "8 Errors" in
Chapter 1 and “The Real Reason People Won’t Change” article by Kegan and Lacy. How can
these models help you drive meaningful change in your career? Provide specific examples and
references. NOTE: To support your response, complete the two templates (“Applying Kotter’s
Model to Individual Change” and the “Diagnostic Test for Immunity to Change”) and include them
with your submission.
3. Change Style Indicator Assessment
Complete the “Change Style Indicator” self-assessment and review your results. The instructions
and link can be found in Week 1 of the course in Canvas.
a. What is your personal change style according to CSI?
b. What is your reaction to this?
i. Does it confirm what you suspected or is it a surprise? Explain.
ii. What characteristics or comments are the most accurate?
iii. Are there any that seem off-base?
c. How do the results from the CSI, coupled with your insights from your work in #2 above,
shed light on how you approach change? In your response, address how these insights
can help you be a more effective driver of positive change in your own career.
d. If you have taken JWI510: Leadership in the 21st Century, review your results from the
TKI and DiSC assessments. What are the common themes or connections you found?
Explain.
4. Summarize Your Insights
Write a brief conclusion to your paper that recaps your key findings.
a. Include a statement about the knowledge and skills you would like to get from this course
to drive meaningful growth in your career.
b. Explain how the insights you gained from this assignment can guide you in how you work
with others to lead change by putting people first.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 3 of 5
Professional Formatting and Submission Requirements:
• Typed, double-spaced, professional font (size 10-12), including headings and subheadings (to
identify main topics and subtopics), with one-inch margins on all sides.
• Include a brief but engaging introduction to hook the reader and provide context for what follows.
• References must be included and provide appropriate information that enables the reader to
locate the original source. Application and analysis of course materials and resources are
expected, and additional research is welcome.
• Include a cover page containing the title of the assignment, your name, the professor’s name, the
course title, and the date.
• The suggested length is 5-6 pages, excluding your cover page, completed templates, and
reference list. You may exceed 6 pages, but be sure that what you write adds value to your
submission and is not redundant.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 4 of 5
Rubric: Assignment 1
15% of Total
Course Grade Assignment 1: Leading Individual Change
Criteria Honors High Pass Pass Low Pass Unsatisfactory
1. Your
Professional
Change/
Growth
Weight: 15%
Exemplary
description of
professional roles
and key growth
experiences.
Makes excellent
reference to course
materials and
themes. Vision and
action plan are
detailed.
Reflections
demonstrate deep
insight into issues
and are well-
supported.
Very good
description of
professional roles
and key growth
experiences.
Excellent
references to
course materials
and themes.
Vision and action
plan are very
clear. Reflections
are concise and
well-supported.
Satisfactorily
describes
professional roles
and key growth
experiences.
Makes good
references to
course materials
and themes.
Vision and action
plan are clear and
include references
to milestones.
Partially describes
professional roles
and growth.
Includes basic or
overly general
vision of future
state. Minimal
reference to
course materials
or themes. Action
plan provided only
vague or general
steps or
milestones.
Does not or
unsatisfactorily
describes career
journey. No clear
statement of
vision or future
state. Little to no
reference to
course materials
or themes.
Missing, unclear,
or overly vague
action plan.
2. Applying
Models to
Individual
Change
Weight: 30%
Exemplary
application of
change models to
individual change.
Excellent synthesis
of ideas and logical
reasoning.
Templates are
complete and are
well-supported by
additional insights
and research.
Very good
application of
change models to
individual
change. Excellent
synthesis of ideas
and logical
reasoning.
Templates are
complete and
include additional
key insights.
Satisfactorily
applies change
models to
individual change.
Includes good
synthesis of ideas
and logical
reasoning.
Templates are
submitted and
include all
requirement
elements.
Partially applies
change models to
individual change.
Includes basic
synthesis of ideas
and logical
reasoning is good.
Templates are
submitted, but
may have missing
elements.
Does not or
unsatisfactorily
applies change
models to
individual change.
Little to no
synthesis of ideas
is demonstrated,
and logical
reasoning and
connections are
absent.
Templates are
missing or
incomplete.
3. Change Style
Indicator
Assessment
Weight: 30%
Exemplary
reflections on CSI
results, as well as
experiences and
strengths in relation
to aspects of
emotional
intelligence and
DiSC/TKI profiles.
Includes additional
research and
references to
support.
Excellent
reflections on CSI
results.
Experiences and
strengths in
relation to
aspects of
emotional
intelligence and
DiSC/TKI profiles
are thoroughly
explained and
connected to CSI.
Good reflections
on CSI results.
References to
DiSC and TKI are
good, but basic.
Connection to
broader insights
into emotional
intelligence are
unclear in places.
Student completed
CSI, but
reflections on
profile are
incomplete or
unclear. General
references to
DiSC and TKI, but
minimal
explanation of
connection or key
themes.
Student did not
take CSI and/or
did not submit
responses to
profile questions.
No reference to
DiSC or TKI
assessments.
JWI 556: Leading Change by Putting People First
Assignment 1
© Strayer University. All Rights Reserved. This document contains Strayer University confidential and proprietary information and may not be
copied, further distributed, or otherwise disclosed, in whole or in part, without the expressed written permission of Strayer University. This
document is subject to change based on the needs of the class.
JWI 556 Assignment 1 (1244) Page 5 of 5
Criteria Honors High Pass Pass Low Pass Unsatisfactory
4. Summarize
Your Insights
Weight: 15%
Outstanding
summary and
vision of learning
goals and real-
world application,
as well as
understanding of
course themes.
Excellent
summary and
statement of
desired learning
objectives.
Demonstrates
understanding of
course themes.
Good summary
and statement of
desired learning
objectives.
Basic summary
included. Missing
or unclear
statement of
learning
objectives.
Summary missing,
unclear, or off-
topic.
5. The paper
follows the
professionally
formatted
requirements
and includes
in-text
citations,
references,
and is free
from grammar
and spelling
errors.
Weight: 10%
Exceptionally
well-formatted.
Highly
professional in
look and easy to
quickly locate
information.
Includes a cover
page, headings,
professional
formatting, font,
and spacing.
All references are
consistently cited
in the text and are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Professionally
formatted.
Includes a cover
page and
headings, and is
free from
formatting, font,
and spacing
issues.
All references are
consistently cited
in text and are
included in a
manner that
enables the
reader to quickly
identify sources.
There are no
mechanical or
usage errors.
Satisfactorily
formatted.
Includes a cover
page and
headings, but may
have minor
formatting, font,
and spacing
issues.
References may
not be consistently
cited in text or
may not be
included in a
manner that
enables the reader
to quickly identify
sources.
There may be
minor mechanical
or usage errors.
Meets minimum
formatting
requirements. May
not include a
cover page and/or
lacks professional
layout, font, or
spacing.
References are
not consistently
cited in text or not
included in a
manner that
enables the reader
to quickly identify
sources.
There are some
mechanical or
usage errors.
Unsatisfactorily
formatted. May
not include cover
page and
headings, and/or
lacks
professional
layout, font, or
spacing.
References are
not consistently
cited in text,
and/or not
included in a
manner that
enables the
reader to quickly
identify sources.
There are several
mechanical
and/or usage
errors.
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